Hiring & Assessing Perspective Candidates
Developing a reliable pool of prospective candidates takes time and effort, but the CMs who have developed a systematic and ongoing process for outreach and recruitment insist it’s more than worth the investment. In fact, CMs that have developed successful recruiting practices spend as much time on hiring as they do on new hire orientation and training. And getting the initial evaluation right significantly increases the odds of retaining new employees, ensuring your resources are being well spent!
There isn’t any one way for CMs to finding and growing new talent. Some CMs are approaching workforce development in their communities by organizing plant tours and job site visits for students from high schools and technical education institutes, others are taking a start-from-scratch approach to training new recruits, being proactive in their approach to finding candidates or connecting with their alma mater in search of new talent.
Read more case studies on what CMs are doing to find and recruit young people to the industry.
"The value of plant tours is off the charts. It can't be undersold or overestimated. If the industry could get itself involved in schools that are open to bringing career opportunities, it would be absolutely amazing what the industry would see in terms of applicants." - John Puckett, Instructor, Taller San Jose Hope Builders (read more)
Build Relationships with Schools
By and large, CMs across the country have learned that collaboration with local, regional and state educational organizations is an effective workforce recruitment approach. If you haven’t already, consider designating a point person from your company to reach out to high schools, trade schools and technical colleges and build relationships with instructors and administrators. Another approach is to offer presentations for students to increase general awareness of the industry and specific knowledge of your company and any positions you’re considering hiring for in the near future. Plant tours are also an effective way to expose students to the manufacturing process and spark interest that can quickly translate into internships and seasonal help.
Assessing Potential Employees
According to several CMs, accurately assessing potential employees, both for their skills and their ability to fit into your existing work culture, is vitally important. Read more about some of the HR tools CMs are using for general assessment.
To help CMs assess technical staff, SBCA developed the Technical Assessment Test Online (TATO). These interactive 50-question tests measure candidates’ technical aptitude and skills required to succeed in truss and engineered wood products design.
One of the most effective ways to assess if a potential employee is a good fit is to offer them an internship. Through an internship program, you can attract better, more loyal applicants who are looking for a career - not just a job - and instill your company’s values in them along the way.
The unique training within your own internship program combines skills and knowledge that can be immediately put into practice. Interns are trained to perform the specific tasks your business demands. Learn from your peers and see how other CMs are introducing a path to the industry:
- Leaping at the Chance: Internship program is a unique path to a good salary & a place in a unique industry
- Rely on Relatable Recruiters: Past interns are a great fit to attract students
Ready to get started? Consider customizing these Internship Program Guidelines to create an internship program with local educational institutions for students to earn credits toward graduation.
Additional WFD Tools
- Workforce Development Boards: A Key Resource for CMs
- Listing of Industry Job Descriptions
- Listing of Federal and State Agency Resources for Employers
- SBCA Workforce Development Portal is another tool for CMs to place job openings and find additional state and federal workforce development resources. Your company’s HR representative can create an account on the portal to place job openings, view resumes and access resources.
- SBCA’s LinkedIn page is providing general information to prospective candidates who may not otherwise learn about the SBC industry. You can create your own company page as well as following the SBCA page to help you make more connections and find interested prospects.
- Participate in an industry-specific Wage and Benefit Survey to stay up with current industry wages and benefits. SBCA CM members who participate in the survey receive the results at no charge.
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